Director, Talent Manager, HR​/Recruitment

Position Summary

The Director of Compensation is responsible for the strategic design, implementation, and governance of the company’s global compensation programs. This role leads the development of a scalable job architecture, drives pay-for-performance philosophy, and ensures competitive, equitable, and compliant compensation practices. The Director partners closely with senior leadership to influence compensation decisions, support talent strategy, and act as a change agent in evolving compensation frameworks aligned with business growth.

• Develop and execute a comprehensive compensation strategy aligned with business objectives, talent priorities, and shareholder expectations.
• Serve as a trusted advisor to executive leadership on compensation design, market trends, and pay decisions.
• Lead transformation initiatives related to compensation structure, philosophy, and governance.

• Design, implement, and maintain a scalable job architecture, including job families, leveling, and career pathways.
• Ensure alignment between job structure, compensation ranges, and career progression.
• Establish governance processes to maintain consistency and integrity of job architecture.

• Oversee base pay structures, salary ranges, and benchmarking processes.
• Ensure competitive positioning through market analysis and participation in compensation surveys.
• Drive pay equity analysis and corrective actions as needed.

• Design and manage short-term incentive (STI) programs aligned with company performance and individual contributions.
• Partner with Finance and leadership to define metrics, funding mechanisms, and payout structures.
• Evaluate effectiveness of incentive plans and recommend enhancements.

• Support design and administration of equity compensation programs for eligible employees.
• Partner with Legal, Finance, and executive leadership on equity grant strategies and governance.
• Ensure compliance with public company requirements and reporting.

• Develop and maintain compensation policies, guidelines, and frameworks to support consistent decision-making.
• Align compensation programs with job architecture and career pathing.
• Provide tools and training to HR and leaders to ensure effective program adoption.

• Lead the design and integration of pay-for-performance models.
• Partner with HR leadership to align compensation with performance management, including SMART goals and measurable outcomes.
• Drive differentiation of pay based on performance and contribution.

• Oversee compensation systems, including configuration, administration, and optimization (e.g., HRIS, compensation planning tools).
• Ensure data integrity, reporting accuracy, and process efficiency.
• Lead annual compensation planning cycles, including merit, bonus, and equity processes.

• Act as a change agent in evolving compensation programs and practices.
• Influence and guide senior leaders through complex compensation decisions and organizational changes.
• Drive adoption of new frameworks, tools, and philosophies across the organization.

Other work duties as assigned.

• Deep expertise in compensation strategy, job architecture, and pay-for-performance models.
• Strong understanding of incentive plan design, including short-term and equity-based programs.
• Knowledge of compensation regulations and public company considerations.
• Familiarity with compensation systems and analytics tools.

• Strategic thinking with strong business acumen.
• Advanced analytical and quantitative skills (modeling, market analysis, pay equity).
• Exceptional influencing and consulting skills with senior leadership.
• Strong communication and presentation skills.
• Project and change management expertise.

• Ability to lead large-scale compensation transformations.
• Capability to balance market competitiveness, internal equity, and financial discipline.
• Ability to influence without direct authority across a complex organization.
• Strong decision-making in ambiguous and evolving environments.

• Bachelor’s degree in Human Resources, Business, Finance, or related field required.
• Master’s degree (MBA or related) preferred.
• 10+ years of progressive compensation experience, including leadership roles.
• UKG experience required.
• Experience in a publicly traded company strongly preferred.
• Demonstrated experience building and managing job architecture frameworks.
• Professional certifications (e.g., CCP, GRP, SHRM-SCP) preferred.

• Competitive Salary
• Medical, dental, and supplemental insurance
• 401K Plan
• Paid Holidays
• Paid Time Off

• Based in downtown Galleria Houston office.
• Fast-paced, collaborative corporate environment with cross-functional interaction.
• Travel may be required 25%